This article review bases on the first and second chapters of the book, employee training and development (5th edition), by Noe r, published by New York: McGraw Hill Irwin. These model, corporate universities, invention come to practice in the late 1980s as an improvement to the ancient methods of training in the organizations and corporate bodies. Its main objective was to make relevant the company’s structure to its vision and strategy. The main aim of this model is to improve a company’s competence in the market and its strength and relevance with the trending modern ways. Its main purposes include, a review of employee training and development, creating a better corporate image, creating a successful organization, better skills of management, improved management skills among others. The successes of these models have been witnessed by many corporate organizations, its adoption has been on the rise since its creation in the late 1980, and its objectives are practical and achievable.
In a personal view the books main objectives achievability are realistic, since the most of the models objectives and purposes are realistic and achievable. The book can be considered a success from the increased adoption of its models over the years since its creation (Noe, 2010). Dr. Raymond Noe in this book, the strategic training and development process, emphasize on the four stages, business strategy, strategic training and development initiatives, training and development, and metrics that shows the value of training.
He argues that values and targets of an organization should be measurable and time bound, all aspect of an organization should drive towards achieving its objective, this is also known as strategic plan, all employees and stakeholders of a corporate organization must take place in the implementation of the creation of training models used in, and by the organization.
Training and development as a tool in an organization
Training is an important way in which an organization can improve its performance. Training entails getting hold of abilities to help in achieving the objectives of the organization. Generally, training occupies various planned learning activities, which help in developing an employee’s work performance. There are various reasons as to why employee training and development are important for both the organization and the employees. Many organizations emphasize training as a development tool for its employees for various reasons. Some of the reasons for its emphasise include; it wants to build it’s organization’s strategies, quality services, it wants to provide safety and security for its employees and clients. Other reasons for the emphasise regarding training in an organization are, for better recruitment and retention and finally, employees extrinsic benefits (Noe, 2010).
In building the organization’s strategies, the organization will ensure the employees train on various factors including the worker’s knowledge, abilities and skills. This will enable the worker to perform his tasks, help the organization in attaining its overall goals and attaining its general mission. In case, the organization aligns its training and development program, it usually enhances it to function in conjunction with its overall strategy (Noe, 2009).
It is a general knowledge that poorly trained workers tend to provide poor services in any given organizational task. For the organization to compete well with its competitors, hence for the organization to gain a competitive advantage over its rivals, its staff would need to be recipients of effective training and development programs. Continuous knowledge and learning helps in promoting organizational perfection. Many organization clients and workers love to be associated with organizational perfection. This aspect can be achieved through organizational training. In most cases, trained organization workers have positive approach towards their tasks and their organizations. An employee, who has a positive attitude towards an organization duty, will do an effective work with fewer errors hence; he will not require supervision in performing his duties (Noe, 2010).
Many organizations emphasize training as a development tool for its employees because they want to ensure enough security and safety to its employee. Generally, employees who do not have sufficient training are susceptible in making obvious mistakes, which could affect their safety and well-being with the organization’s clients and co-workers. Employees who are poorly trained tend to produce defective products. Most of the defective products could end up being malfunctioning or impose detrimental life impairing results to the customers.
Finally, companies’ emphasize training as a development tool in order to effectively recruit and retain its employees. To attract various workers into any given company’s recruitment pool, an effective training and development tool will make an organization be attracting to potential recruits.
Utilization of the internal university structure
Currently, utilization of university internal structures has become a very popular aspect by many scholars. There has been a steady increase in the use of internal university structures. Generally, the scholars, university and stakeholders need economic resources and structures in order to effectively run the processes which are needed to achieve their intended purposes (Khosrowpour, 2009). Some of the internal university structures include the university funds, the administration, human resources, labour and the university equipment. Many students are maximizing internal university structure in order to attain their set targets or achieve good results.
Reference
Information Resources Management Association., & Khosrowpour, M. (2009). Effective utilization and management of emerging information technologies: 1998 Information Resources Management Association, International Conference, Boston, MA, USA, May 17-20, 1998. Hershey, PA: Idea Group Pub.
Noe, R. A. (2010). Human resource management: Gaining a competitive advantage. Boston: McGraw-Hill Irwin.
Noe, R. A., & Winkler, C. (2009). Employee training and development: For Australia and New Zealand. North Ryde, N.S.W: McGraw-Hill.
